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The increasing speed of societal, environmental, technological, and workplace changes brings into sharper focus the question of how people shape and learn from transitions, such as so-called 'skilled migration'. Taking a doing transitions and doing migration perspective, I assert that transitions and migration do not simply exist but are constituted relationally through social practices and accompanied by learning processes. This paper reports findings from qualitative research into the question of how people learn and transform their understandings of (life)time when moving to a new country and seeking entry into the labour market. The study used the documentary method to analyse data from 20 biographical-narrative interviews with people who moved to Canada as adults. Findings indicate different modes of dealing with shifts in temporal contexts during migration as decompressing lifetime, losing time, and going with the flow. These modes are associated with positive transformative learning, negative transformative learning, and learning through participation in practices. This study has implications for theorising learning during life course transitions as a socially embedded process. It also points to the need for differentiated support as individuals seek to enter new labour markets or make career changes in the context of migration. [ABSTRACT FROM AUTHOR]

Objective: Grounded in the Kirkpatrick and Kirkpatrick model of evaluation, we examine multiple dimensions of military service members' reactions to six online, asynchronous financial family life education efforts. Background: Using a "just‐in‐time" training model, financial literacy trainings that correspond to key family and career transitions were congressionally mandated for all service members. Program evaluation efforts are ongoing to assess training merit and inform training improvements. Method: The six specific trainings evaluated occurred when service members were relocating, returning from deployment, receiving a promotion, getting married, getting divorced, and the birth of a first child. We explored various dimensions of training reactions, including training topics that were perceived as most beneficial at certain life stages or transitions; the perceptions of the trainings' quality, relevance, and impact; and finally, the likelihood of them sharing that information with their significant other. Data were collected between July 2021 and June 2023. Results: Overall, service members perceived the trainings as high quality, relevant, and impactful, and most service members were likely to share the information with their spouse. Some differences were seen by demographic groups, such that trainees who were enlisted (compared to officers), identified as African American (compared to White), and had a high school diploma or associate's degree (compared to a more advanced degree) typically reported more favorable reactions. Conclusion and Implications: Actionable strategies are provided to support service members and inform the development and evaluation of other family life education programs, particularly online, asynchronous training and financial‐focused training. [ABSTRACT FROM AUTHOR]

This article discusses the process of navigating a job change as a pediatric radiologist. It addresses common questions that arise when considering a job change and provides guidance on managing the transition. The article emphasizes the importance of self-reflection, determining personal and career goals, and assessing different job opportunities. It also highlights the need to consider factors such as work culture, recognition, diversity and inclusion, and handling failure when evaluating potential practices. The article advises caution in approaching new opportunities and emphasizes the importance of professionalism throughout the job change process. Overall, the article encourages pediatric radiologists to explore new opportunities that align with their goals and values in order to find career fulfillment and satisfaction. [Extracted from the article]

Background: Arthrogryposis multiplex congenita (AMC) is a group of rare musculoskeletal conditions that is associated with complex healthcare needs and long-term follow up. The literature reports significant direct, indirect, and psychosocial costs for caregivers of children with neuromuscular conditions. Due to mobility limitations and frequent hospital visits, caring for a child with AMC is complex. Other challenges experienced by caregivers include financial strain, job changes, changes in interpersonal relationships and abandonment. This study was aimed at exploring the lived experience of caregivers of children with AMC. Methods: The present study is part of a larger global mixed methods study. In the initial quantitative aspect of the study, caregivers (n = 158) of children and youths with AMC (aged 0–21 years) responded to a cost of care survey on an electronic platform. Of the 158 participants, 13 caregivers then further consented to participate in the qualitative aspect of the study in which a 60-min semi-structured, individual interview was conducted remotely. Open-ended questions were developed to gain a deeper understanding of the direct and indirect costs of care, their impact on the caregivers' lives and the quality of the care-giving experience. Interviews were transcribed, and a coding scheme was developed drawing from both the existing literature and the content of the interviews. A deductive and inductive thematic analysis was used to analyze the qualitative data using the NVivo® qualitative data analysis software. Results and conclusion: Five themes describing the experiences of caregivers of children with AMC emerged from the analysis of the qualitative data: 1. Impact of the caregiving experience; 2. Cost of childcare; 3. Support system for care; 4. Managing and navigating care; 5. Supporting the child's growth and development. In addition to the results of the thematic analysis, specific recommendations shared by the caregivers included the need for support groups and provision of support to youths to prepare them for adolescence. These findings will inform resource allocation, policymaking, and support services for children with rare conditions, their caregivers and families. [ABSTRACT FROM AUTHOR]

What are the country‐specific differences in the education of chemistry students across the EU? How do students' preferred careers change with the level of their qualifications? Do students have sufficient information to make good career choices? Which media are now considered most effective for job searches? What do students currently consider to be a successful career? Three Employment Surveys for European Chemists (ESEC1−ESEC3) were conducted between 2013 and 2020. The web‐based questionnaires were open to chemists from all countries. A total of 9747 responses were received. The reports for ESEC1 and ESEC2 are freely available.[1,2] Subsequent questionnaires have been continuously adapted to reflect the latest discussions in our societies. In particular, ESEC3 focused on students' careers. The results are reported here. Where results from earlier surveys are included, this is explicitly stated. Graduates of the last 15 years are particularly important for two reasons. They represent the largest group of ESEC participants, with 59 % of the responses, and they represent the labour market with the greatest future prospects. Their situation is of particular importance for real decisions about the chemistry labour market. For this reason, this report focuses exclusively on graduates of the last 15 years. [ABSTRACT FROM AUTHOR]

The Journal of Archaeological Method & Theory has published an editorial note analyzing its record of publishing by career stage and senior author gender over the past 29 years. The analysis shows that while there has been an increase in the inclusion of early career researchers, the majority of authors are men. The editorial note acknowledges that other intersectional identities, such as race, ethnicity, country of origin, and disability status, may also affect publishing access and productivity. The journal plans to continue analyzing publishing trends and remains committed to an inclusive and transparent publication process. [Extracted from the article]

This document discusses a study that evaluated the long-term effects of interventions aimed at optimizing the use of 25-OH vitamin D tests in primary healthcare. The study found that pop-up alerts significantly reduced the number of tests requested, while guidelines and feedback reports did not have a significant impact. However, the appropriateness of test utilization did not improve in any of the intervention groups. The study also highlights the challenges of maintaining the impact of interventions over time and suggests the need for more effective and long-lasting strategies. The results should be considered in the context of a healthcare system where patients and requestors are not charged for laboratory tests. The document suggests that educational strategies, periodic alerts, and revised feedback reports may be effective interventions to optimize laboratory test utilization. [Extracted from the article]

Little is known about the procedural characteristics, case volumes, and mortality rates for early- vs non–early-career interventional cardiologists in the United States. This study examined operator-level data for patients who underwent percutaneous coronary intervention (PCI) between April 2018 and June 2022. Data were collected from the National Cardiovascular Data Registry CathPCI Registry, American Board of Internal Medicine certification database, and National Plan and Provider Enumeration System database. Early-career operators were within 5 years of the end of training. Annual case volume, expected mortality and bleeding risk, and observed/predicted mortality and bleeding outcomes were evaluated. A total of 1,451 operators were early career; 1,011 changed their career status during the study; and 6,251 were non–early career. Overall, 514,540 patients were treated by early-career and 2,296,576 patients by non–early-career operators. The median annual case volume per operator was 59 (Q1-Q3: 31-97) for early-career and 57 (Q1-Q3: 28-100) for non–early-career operators. Early-career operators were more likely to treat patients presenting with ST-segment elevation myocardial infarction and urgent indications for PCI (both P < 0.001). The median predicted mortality risk was 2.0% (Q1-Q3: 1.5%-2.7%) for early-career and 1.8% (Q1-Q3: 1.2%-2.4%) for non–early-career operators. The median predicted bleeding risk was 4.9% (Q1-Q3: 4.2%-5.7%) for early-career and 4.4% (Q1-Q3: 3.7%-5.3%) for non–early-career operators. After adjustment, an increased risk of mortality (OR: 1.08; 95% CI: 1.05-1.17; P < 0.0001) and bleeding (OR: 1.08; 95% CI: 1.05-1.12; P < 0.0001) were associated with early-career status. Early-career operators are caring for patients with more acute presentations and higher predicted risk of mortality and bleeding compared with more experienced colleagues, with modestly worse outcomes. These data should inform institutional practices to support the development of early-career proceduralists. [Display omitted] [ABSTRACT FROM AUTHOR]

Background: Health-oriented leadership (HoL) has a positive impact on health- and work-related outcomes of employees in face-to-face settings. Increased digitization during the COVID-19 pandemic has led to many changes and increased job demands. According to current state of research, HoL in virtual teamwork is insufficiently researched. The aim of the study is to examine the experiences of virtual leaders during the COVID-19 pandemic and to identify preconditions and preventive measures for promoting HoL. Method: Using a qualitative study design, semi-structured, guide-based telephone interviews were conducted with 16 German virtual leaders between May and July 2021. The collected data were inductively analyzed and interpreted using qualitative content analysis according to Mayring. Explorative analyses of differences between leaders with and without pre-pandemic experiences with virtual leadership were made. Results: Results indicated that leaders, regardless of pre-pandemic experiences with virtual leadership, faced diverse challenges in implementing HoL in virtual teamwork during the COVID-19 pandemic. Virtual leaders perceived personal preconditions (e.g., leaders' characteristics or behaviors), organizational preconditions (support by management or open-minded corporate culture), social preconditions (e.g., social support by team) and technical preconditions (e.g., sufficient technical equipment) as conducive to implementation of HoL. Almost all leaders with pre-pandemic experience identified a need for structural preventive measures, whereas almost all leaders without pre-pandemic experience reported a need for behavioral preventive measures in order to promote HoL in virtual teams. Conclusions: This study suggests that implementing HoL in virtual teamwork is challenging, complex and requires adjustments in leadership behavior. Thereby, the study provides initial empirical findings for a holistic approach to HoL implementation in virtual teams, considering beneficial multilevel preconditions. Due to a limited generalization of present results, longitudinal and interventional studies will be necessary for the analysis of causal relationships in future research. In particular, a holistic research perspective in order to understand the complex, contextual interdependencies of leadership is recommended. In practice, based on a differentiated needs analysis, structural preventive measures for a holistic organizational development as well as behavioral preventive measures for ongoing personnel development are recommended. [ABSTRACT FROM AUTHOR]

We aimed to develop a substantive theory according to the associations between adaptation experience-related factors identified in male nurses after turnover to community institutions. From April through August 2019, data were collected through direct observations and in-depth interviews of 22 male nurse participants who were recruited purposively and analyzed simultaneously with the method proposed by Strauss and Corbin. Furthermore, 29 subcategories were derived from 11 categories, including: (1) leaving the clinical sector and changing jobs, (2) shaking while settling, (3) characteristics of the new job, (4) personal disposition, (5) support system, (6) finding my place, (7) solidifying my place, (8) demonstrating my professional competence, (9) stable settlement in my place, (10) preparing for a better future, and (11) still confused. The core category was identified as "putting down roots in another place for myself." The verification of this theory in this study's results indicates a need for research into the evaluation and development of professional development programs and related policies to provide support to male nurses who are pursuing opportunities in community institutions to maintain their nursing identity and further their efforts for developing a nursing specialty. [ABSTRACT FROM AUTHOR]

The collective changes resulting from the COVID-19 pandemic impacting both individual workers and their environment suggest that changes occurred in workers' person-environment fit. Drawing from the Theory of Work Adjustment and job crafting theory to examine how the pandemic may have shifted workers' needs and the environmental reinforcers that lead to satisfaction, the purpose of this study was to explore how members of the U.S. workforce have adapted to the personal and environmental changes resulting from the COVID-19 pandemic. A total of 439 participants were recruited through Prolific to participate in the study. Regression analyses were conducted to predict workers' changes in values, occupational reinforcers, P-E fit, and adjustment styles. Results indicated (a) that participants who changed jobs during the pandemic reported greater job satisfaction with their new position, (b) that some work values changed for participants, and (c) that workers engaged in job crafting and distinct types of adjustment to increase satisfaction during the pandemic. Implications for future research and applications for career development professionals are discussed. [ABSTRACT FROM AUTHOR]

John Charlton Polkinghorne was very successful in two careers: as a theoretical physicist and as a theologian. As a physicist at Cambridge, he was one of the pioneers of applying complex variable theory to the study of properties of scattering amplitudes and contributed to the theory of strong (nuclear) interactions. In addition, he was a successful teacher, with many of his students gaining senior academic positions in universities. A postmaster's son from Weston‐super‐Mare, he married Ruth Martin, also a mathematics student at Cambridge. They had three children. John surprised many, apart from those who knew him closely, by resigning from his Chair at Cambridge to study for ordination in the Anglican Church. He became an influential theologian devoting much study to the interaction of science and religion. His position might be summed up in a phrase he was fond of, "God holds the Universe in being", which was John's solution to what is called the fine‐tuning problem in physics: that the parameters of Nature turn out to be exquisitely adjusted to allow our universe to exist in its richness. John was a formidable administrator, became President of Queens' College, Cambridge, and chaired UK government committees on research ethics. [ABSTRACT FROM AUTHOR]

The International Society for Bipolar Disorders (ISBD) has recognized the need to support early- and mid-career professionals in the field of bipolar disorder (BD). A survey was conducted to identify barriers to career progression, including lack of funding and limited resources. Based on the survey results, the ISBD has proposed initiatives such as an online community, publicizing opportunities, and providing workshops and resources. These initiatives aim to support and promote career progression, increase resources and training, and address issues such as equity and mentorship. The ISBD EMCC seeks to support the career development of individuals in bipolar disorder research and promote equity and inclusion. [Extracted from the article]

The COVID-19 pandemic resulted in multiple shifts in the roles of youth services librarians and museum educators. Although changes in job duties, processes, and day-to-day practices were inevitable, this article suggests that these professionals viewed their service as continuous with prepandemic roles. Based on interviews with 20 professionals, the article analyzes two constructs that emerged as professionals described their pandemic roles: guiding principles and collaboration. Not only did these discursive constructs provide a sense of continuity, they also served to advocate for the role of libraries and museums. These findings indicate the importance of reflecting and drawing on guiding principles and collaborations to make decisions about services during times of crisis. [ABSTRACT FROM AUTHOR]

Career calling is a pervasive, purposeful, transcendent, and passion-driven approach to a job that is perceived as central to individuals' identity, that contributes to the greater good, and for which individuals are willing to make sacrifices. Research on the dynamics of career calling has grown exponentially, but clarity on whether and how a career calling changes during key life transitions is still lacking. In this article, we report the results of a two-wave study in which changes in perceiving a calling, living out a calling, and calling motivation were compared across groups of college students (n = 781), college-to-work transitioners (n = 143), and workers (n = 270). The results show that perceiving a calling is stable for students, decreases during college-to-work transitions, and slightly increases for workers; living out a calling is stable for students, decreases during college-to-work transitions, and slightly decreases for workers; motivation to pursue a calling is stable in all groups and higher for students entering the job market. Workers have lower levels of perceiving and living out a calling than students. [ABSTRACT FROM AUTHOR]

Recruiting career changers into teaching has emerged as a part of a strategy by governments worldwide to address complex teacher shortage problems in hard-to-staff schools. In this paper, we present a case study of two career change teachers and trace their career journey into Initial Teacher Education (ITE) and the teaching profession in two separate hard-to-staff schools. We interviewed these teachers during the first 2 years of their career change journey. During this period, 'push-and-pull' factors impacted their intentions to stay in the profession. Challenges included inadequate school-level mentorship support, social-geographic isolation in a regional school setting during the COVID-19 remote learning and the more complex working conditions in hard-to-staff schools. The adverse impacts of these challenges were, to some extent, mitigated by the participants' commitment to making a positive difference in the lives of children and young people through the teaching profession, a strong work ethic and support provided by their ITE programme in the form of university-based mentors and adjustment to study requirements. The participants responded to these push-and-pull factors in ways that highlighted their reflexive decision-making and determination to stay in teaching despite challenges. We discuss the implications of these findings for workforce planning strategies aimed at recruiting career change teachers in hard-to-staff schools. [ABSTRACT FROM AUTHOR]

In this study, agricultural mechanization level indicators of the districts of Kahramanmaraş between the years 2012-2021 were calculated. A model has been established for this. While the dependent variable in the model is the agricultural areas planted in the districts according to the years, the independent variables are the number of tractors in the districts according to the years and other determined tools, equipment and machines. Poisson regression test was used, there was 25.022 chi-square probability relationship between the planted agricultural areas in Kahramanmaraş districts between 2012 and 2021, with the number of tractors in the districts and other determined equipment by years. At the level of agricultural mechanization, it was determined that there was a 3.32 decrease in the average number of tractors per 1000 hectares of land in Kahramanmaraş districts between 2012 and 2021, and a decrease of 12.45 in the number of specific equipment per tractor over the years. Among this decrease, it was thought that reasons such as climate change, input costs and job change were among the main reasons for leaving agriculture. In the comparison made from 2012 to 2021, the number of tractors in all districts increased by 54.18%, while the number of tractor equipment was also observed. An increase of 46.11% was observed. In addition, as a result of the trend analysis value applied, it was concluded that the average absolute percentage errors in the districts were 4.10443, the average number of tractors per 1000 hectares by years, and the number of specific equipment per tractor in the districts according to the years was 1.96718, which is a good estimation. [ABSTRACT FROM AUTHOR]

Based on ethnographic research, this paper examines the burden of search that individuals bear in navigating the plethora of open events surrounding the tech industry. It focuses on one learn-to-code Meetup, finding that attendees are pulled in by the hope embedded in the popular imaginary of coding, particularly the programming language Python, as a way to change their careers. While the gathering's call labels it as a learning space,the study finds teaching happens rarely, instead drawing individuals who seek peers based on a Python affinity, in part to break the side-by-side-but-not together norms of urban mobile work. This paper argues that the hope of individual professional change spills over into the hope of sharing space with programmers and to find "local Python community". However, given the porosity of events facilitated by online convening, the gathering falls short of attracting those already pertaining to that community itself. [ABSTRACT FROM AUTHOR]

Laboratory science sometimes looks like it's built exclusively for young people, but if you look closely, you'll find another group of scientists waiting to join your lab: those of us who didn't quite launch our careers on a normal trajectory. Welcoming a second‐career scientist into your lab takes time and resources, but may just be well worth it. Here's what one second‐career scientist wants you to know about supporting second careers in immunology. [ABSTRACT FROM AUTHOR]

This study assessed the effects of two individual career counseling interventions during the COVID‐19 pandemic over a 1‐year follow‐up. Participants (n = 71) engaged either in four individual humanistic–psychodynamic (during winter 2021) or cognitive career counseling (during winter 2022) sessions at a university counseling clinic. Latent growth models indicated that clients experienced a significant reduction in their career decision difficulties and psychological distress and a significant increase in their life satisfaction over sessions and the 12 months following. Clients who received cognitive career counseling sessions experienced larger effects. Results highlight the utility of individual career counseling in times of crisis. [ABSTRACT FROM AUTHOR]

The publish‐or‐perish culture in academia has catalysed the development of an unethical publishing system. This system is characterised by the proliferation of journals and publishers—unaffiliated with learned societies or universities—that maintain extremely large revenues and profit margins diverting funds away from the academic community. Early career researchers (ECRs) are particularly vulnerable to the consequences of this publishing system because of intersecting factors, including pressure to pursue high impact publications, rising publication costs and job insecurity. Moving towards a more ethical system requires that scientists advocate for structural change by making career choices that come with risks, many of which disproportionately impact ECRs. We illuminate major issues facing ECRs in Ecology and Evolution under the current publishing system, and propose a portfolio of actions to promote systemic change that can be implemented by ECRs and established researchers. [ABSTRACT FROM AUTHOR]

This article discusses the topic of women's careers in Japan, focusing on the diversifying changes that have occurred since the 1940s. The article highlights various disciplines that have contributed to the study of women's careers, including labor economics, social psychology, and pedagogy. It also mentions several specific studies that have been conducted on women's careers in Japan, covering topics such as career formation, maternity leave, and the impact of women's work on family life. The article includes a special issue that explores different aspects of women's careers within the context of these diversifying changes. The issue covers topics such as mentoring, beauty product salespeople, gender integration in the military, female entrepreneurs, labor migration, and career development in consumer movements. The article concludes by noting that these diversifying changes have had both positive and negative impacts on women's lives, with increased autonomy and control simultaneously occurring. [Extracted from the article]

In our professional journeys, we may often find ourselves confronted with pivotal choices similar to the ones made by Neo in "The Matrix." This Article explores these choices in the contexts of career developments, the corporate environment, and self-perception, as they relate to the Hollywood sphere. This Article W'ill analyze the concept of choosing the "red pill," revealing the truths about the realities of professional life and how one can successfully operate within it. This Article will guide readers through the dark side of adulting, which may include the harsh, but necessary, choice of leaving people behind that alters one's confidence and self-perception to make the most of a newfound professional career. This Article will outline how to address, feelings of impostor syndrome and selfdoubt when making a career transition into the corporate landscape. Additionally, it analyzes the dangers of idolizing successful publicjigures or highly ranked CEOs without examining the often-questionable means in which they achieved their status. Here, this Article will address the idea of Cultivation Theory to demonstrate how the media misleads us into thinking that what we view and read about successful individuals is accurately depicted. This Article will also touch on the interests of corporations' own welfare and why employees should maintain a safe emotional distance while still actively fueling their own corporate development. It will encourage readers to embrace their talents and specialties that make them unique in comparison to others in the corporate world, so they can greatly excel in a career in their desired field. By addressing these themes, this Article will ultimately provide the mindset to navigate the choices and realities of one's projessional endeavors, helping readers to acknowledge their potential in the evolving realm of Hollywood. [ABSTRACT FROM AUTHOR]

This study, which focuses on 227 participants (196 females and 31 males) comprising 187 clinical specialists and 40 surgical physicians, examines the prevalence of burnout in medical specialists. We investigate the effects of the emotional exhaustion (EE), Depersonalization (D), and personal accomplishment (PA) dimensions on professional satisfaction and plans to change careers using the modified licensed Maslach Burnout Inventory—Human Services Survey (MBI-HSS (MP)). High emotional exhaustion is reported by 52.63% of men and 71.28% of women in the clinical medicine group (n = 188). In the surgical specialties (n = 39), scores are significantly higher, with 75% of men and 77.77% of women reporting EE. In our sample group, 71.36% express high levels of emotional exhaustion, with similar patterns across specialization and gender. Clinical medicine respondents report high degrees of depersonalization in 33.13% of females and 21.05% of males, while surgical specialty respondents report high levels in 33.33% of females and 50% of males. Across genders and specializations, 33.03% of all respondents show high levels of depersonalization. Clinical medicine participants report high levels of personal accomplishment (42.60% of females and 42.10% of males), whereas surgical specialties report 44.44% of females and 66.66% of male on the PA dimension. Of the total number of respondents, 44.05% report having a high level of personal accomplishment; differences exist depending on specialty and gender. In addition, questions regarding professional fulfilment and intention to change careers were presented to the participants. A total of 53.40% (16 male and 105 female) of the clinical medicine respondents said they intended to change careers, while 33 participants (9 male, 34 female) doubted if they would remain in the same specialization. Furthermore, 86 individuals (9 male and 77 female) in the surgical specialties said they would never choose to work in healthcare again. Regression analysis suggests that being male, higher in age, and working in surgical specialties with lower job satisfaction and a higher intention to change profession are associated with higher levels of EE. Age and work satisfaction are significant predictors of depersonalization, and higher career satisfaction is associated with increased levels of PA. [ABSTRACT FROM AUTHOR]

In the post-COVID-19 era, the content of work and the necessary skills are rapidly changing due to the digital transformation of the way people work. Entrepreneurial adaptability and digital capability are the most necessary competencies for exploring opportunities and quickly turning them into a professional career amid a crisis. Financial literacy is also essential for expanding skills in economic and social life. The purpose of this study is to verify the influence of university students' financial literacy and digital capability on entrepreneurial intention and the mediating effect of entrepreneurship. To this end, a survey was conducted on university students in Busan and Gyeongnam, and a sample of 162 respondents was verified using SPSS 28.0. As a result of the study, it was found that financial literacy had a partially positive effect on entrepreneurship and entrepreneurial intention. Digital capability was found to have a positive effect on entrepreneurship and entrepreneurial intention. It was found that entrepreneurship had a partially positive effect on entrepreneurial intention. It was found that entrepreneurship had a partially positive mediating effect between financial literacy and entrepreneurial intention. It was found that entrepreneurship had a positive mediating effect between digital capability and entrepreneurial intention. As a result of this study, it was confirmed that financial literacy, digital capability, and entrepreneurship are very important competencies for university students to adapt to new trends and promote start-ups in a rapidly changing job environment after COVID-19, suggesting the need for further education. [ABSTRACT FROM AUTHOR]

Peer justice refers to the perceived fairness of the treatment an employee receives from coworkers. Although research has found peer justice to be an important predictor of work attitudes and behavior, prior work has only conceptualized the construct at the unit or group level. This limitation can be problematic because peer justice theories sometimes involve within-person effects. In response, we propose and test an individual level model of peer justice. We then test the model with 100 employees from a luxury tourist resort. Respondents answered a questionnaire on ten consecutive working days, resulting in 1000 daily diary recordings. Within-person variance was significant, not only for daily peer (70%) and supervisor (59%) justice but also for the outcomes (52–70%), thus justifying the study of intraindividual associations. Using growth models, the results showed significant links from daily peer justice to daily changes in overall job satisfaction, in-role performance, and helping coworkers. Each of these effects went beyond the daily treatment received from the supervisor. [ABSTRACT FROM AUTHOR]

Background: Bedtime procrastination, the volitional delay of going to bed without any external circumstances causing the delay, is linked to multiple indicators of inadequate sleep. Intervening to reduce bedtime procrastination may be an important avenue to improve sleep outcomes, yet the phenomenon remains poorly understood in populations at risk for bedtime procrastination. New career starters, those who have graduated from tertiary education and started a new full‐time job within the past 12 months, may be susceptible to problematic bedtime procrastination and are at an opportune time for a 'fresh start' to change behaviour. Aims: The objectives of this study were to understand how bedtime procrastination is experienced and perceived by new career starters, to identify the enablers and barriers to behaviour change in new career starters and to explore themes for future interventions. Materials & Methods: Data were collected through in‐depth semi‐structured interviews with 28 participants. Results: Inductive thematic analysis was used to find seven themes: (1) negative feelings before and during bedtime procrastination; (2) wanting to versus knowing I shouldn't; (3) difficulty falling asleep; (4) influence of automatic processes; (5) consequences of bedtime procrastination; (6) lack of self‐control and (7) technology captures late‐night attention. Participants emphasised the need for me‐time, self‐negotiation to continue procrastinating and knowledge of the value of sleep. Discussion & Conclusion: Findings suggest that bedtime procrastination involves both reflective and automatic cognitive processes. Future interventions would benefit from a dual‐process approach, using cognitive and behavioural techniques to reduce bedtime procrastination. [ABSTRACT FROM AUTHOR]

In recent years, the turnover phenomenon of new college graduates has been intensifying. The turnover of new employees creates many difficulties for businesses as it is difficult to recover the costs spent on their hiring and training. Therefore, it is necessary to promptly identify and effectively manage new employees who are inclined to change jobs. So far previous studies related to turnover intention have contributed to understanding the turnover phenomenon of new employees by identifying factors influencing turnover intention. However, with these factors, there is a limitation that it has not been able to present how much it is possible to predict employees who are actually willing to change jobs. Therefore, this study proposes a method of developing a machine learning-based turnover intention prediction model to overcome the limitations of previous studies. In this study, data from the Korea Employment Information Service's Job Movement Path Survey for college graduates were used, and OLS regression analysis was performed to confirm the influence of predictors. And model learning and classification were performed using a logistic regression (LR), k-nearest neighbor (KNN), and extreme gradient boosting (XGB) classifier. A novel finding of this research is the diminished or reversed influence of certain traditional factors, such as workload importance and the relevance of one's major field, on turnover intention. Instead, job security emerged as the most significant predictor. The model's accuracy rates, highest with XGB at 78.5%, demonstrate the efficacy of applying machine learning in turnover intention prediction, marking a significant advancement over traditional econometric models. This study breaks new ground by integrating advanced predictive analytics into turnover intention research, offering a more nuanced understanding of the factors influencing the turnover intentions of new college graduates. The insights gained could guide organizations in effectively managing and retaining new talent, highlighting the need for a focus on job security and organizational satisfaction, and the shifting relevance of traditional factors like job preference. [ABSTRACT FROM AUTHOR]

This paper investigates the impact of economic growth patterns on employment structure, highlighting the effects of the main final demand components' variations. Brazil is an interesting case study, as it has experienced a combination of sustained economic growth, an improvement in income distribution, and a notable increase in job formalization in the 2004-2013 period. We explore how the Brazilian growth pattern contributed to the employment growth and changes in the occupational structure (informal and formal jobs, and wage-level) and provide original insights into the Brazilian labor market in the long 2000s. We find no signs of typical job polarization, as changes in job structure relate to reductions in wage inequality. We develop a structural decomposition analysis to measure the demand components' role in explaining the Brazilian labor market's transformations based on an effective demand input-output model. Drawing on an analysis of cumulative causation between income distribution, household consumption, and occupational structure, we find that induced consumption significantly impacted service and trade industries, increasing the low-wage jobs growth rate. Our analysis suggests that the combination of cumulative causation with government consumption and investment growth is crucial to explain distributive gains and the absence of job polarization in the Brazilian labor market. [ABSTRACT FROM AUTHOR]

The Advanced Study Program (ASP) at the National Center for Atmospheric Research has supported the career development of postdoctoral fellows for over 60 years. This study of ASP alumni helps better understand their career paths and provides a window into the geoscience community. It examines career aspirations and job satisfaction, as well as experiences with mentoring and attitudes about diversity and inclusion in the workplace. While about half of ASP alumni today work in academia, job changes and pursuit of careers outside of academia are increasing. Former ASP participants are actively engaged in mentoring and are supportive of efforts in diversity, equity, and inclusion (DEI). Alumni who identify as women reported feeling less supported by their employers in their career growth and in their service activities such as mentoring than alumni who identify as men. The study also found that women engage in a broader range of DEI activities and mentor more often out of altruistic reasons rather than as an expectation of their position. In addition to mastering research and teaching skills, future postdocs will need training in leadership, grant writing, DEI, and project management to succeed in today's geoscience workforce. [ABSTRACT FROM AUTHOR]

against a backdrop of transformations in the employment market, career changes are on the rise. This paper explores the subject's experience of this transition, seen as an « in-between » situation. It highlights the need for support during this transition. The professional position adopted by support workers who use the biographical narrative is presented here as that of a craftsman, working alongside the person receiving support to construct the meaning of their life story. [ABSTRACT FROM AUTHOR]

over the course of a lifetime, the risk of professional disruption is considerable. The most frequent causes of disruption are linked to illness or accidents, which leads many employees or self-employed people to change their professional status by obtaining recognition as disabled workers from Maisons Departmentale des Personnes Handicapées (MDPHs) (Departmental Centres for Disabled People). This situation concerns a significant proportion of the population. This research study, which was carried out using a qualitative methodology based on ten interviews and eighty questionnaires, sheds new light on the support provided during skills assessments. It reexamines the support provided to jobseekers who have been recognized as disabled workers by examining the inbetween positions of employment support professionals, the in-between nature of the challenges they face, and the inbetween nature of the timeframes required to get people forced to change career path back into the workplace. [ABSTRACT FROM AUTHOR]

The civil rights movement spurred U.S. companies and universities to implement antidiscrimination programs. Beginning in the early 1960s, employers adopted anti bias training as their first line of defense against bigotry. Even then, there was substantial evidence that this approach was unlikely to lessen bias. In this essay, we discuss social science research on the effects of antibias training, as well as research on systemic approaches to reducing institutional discrimination based on insights from contact theory. As sociologist Samuel Stouffer and psychologist Gordon Allport, the progenitors of contact theory, might have predicted by the end of World War II, we find that interventions to change career systems to maximize intergroup contact can promote workplace equity. [ABSTRACT FROM AUTHOR]

Sensitivity to cross-cultural management and ethics management have both been classified as important relationship-building competencies, with prior work also recognizing the need for MBA instructors to not only teach both competencies but to act as role models to their students. The twofold purpose of this paper was to first develop a short, reliable Perceived Utility of Ethical and Cross-Cultural Competencies (PUECCC) scale by combining items measuring both competencies learned or practiced in a client-focused, team-based MBA capstone course. The second purpose was to test the relationship of a career-enhancing behavioral measure to PUECCC. Three binary behaviors, i.e., job interview, professional network expansion, and career change composed the career-enhancing behavioral measure. Using two separate samples of MBA capstone course alumni, support was found for a reliable two-item PUECCC scale and a significant positive relationship of the career-enhancing behavioral measure to PUECCC. Years of professional experience for both samples was also positively related to PUECCC. Ethical management and cross-cultural effectiveness are both important competencies to build into a curriculum to help MBA students develop to succeed at work. [ABSTRACT FROM AUTHOR]

Background: The quality of care provided in residential aged care facilities is largely dependent on the job satisfaction of employees and the organisational framework and systems that they provide care in. This study aimed to explore aged care staff perceptions of job satisfaction, regulation of the sector and the Royal Commission into Aged Care Quality and Safety. Methods: A cross-sectional survey conducted in 2019-early 2020 with staff employed in various roles at residential aged care services in Australia. The study specific survey collected views and experiences about working in the aged care sector as well as information about their role. Results: A total of 167 aged care staff completed the survey of which 71% worked in a direct care role. Most participants indicated they thought they were doing a worthwhile and important job (98%), were proud to work in the sector (94%) and found the job personally rewarding (94%). However, participants also reported feeling emotionally drained by the work (37%) and fatigued by having to face a day of work (30%). 72% of participants felt the Royal Commission would lead to improvements in the care provided to residents. Conclusion: Aged care staff have an overall positive feeling towards their work. Additional support including increasing skills to deliver high-quality care, creating a supportive work environment to reduce job stressors and changes to the way the sector is regulated, are likely to lead to improved care. [ABSTRACT FROM AUTHOR]

Background: The demand for qualified cardiac technology (CT) graduates is increasing in Saudi Arabia. This study aimed to provide the first descriptive occupational survey of the educational outputs of the first established CT speciality program in the Kingdom of Saudi Arabia over the past 10 years. Methods: This was a cross-sectional, survey-based study. An online self-administered survey was distributed to all alumni who graduated from the CT program between 2013 and 2022 at the Imam Abdulrahman bin Faisal University (IAU) in the Eastern Province of Saudi Arabia. Results: Of the 238 graduates, 164 completed the survey (72.2%). All the respondents (100%) were women, 56% were aged 25–30 years, 58.5% were married, the majority (95.7%) held a bachelor's degree, and (93.3%) lived in the eastern region. Of the respondents, 33.7% specialised in cardiac catheterisation and 66.3% in echocardiography. Of those, 66.4% were employed, which was similar between both subspecialties and predominantly in the Eastern region (83.9%). A total of 57.9% of participants attributed the reason for unemployment to limited opportunities in the Eastern province (vs. 15.8% across the country). A total of 76.6% of the respondents reported that most job opportunities were in the Central region (Riyadh). The main barriers and limitations to unemployment reported by the alumni were the need for childcare assistance, further training, and poor job search/interview skills. Of the respondents, 42% expressed a desire to change their career path because of limited job opportunities (10.7%) followed by a change in career interest post-graduation (7.9%). Conclusions: The employment rate of IAU CT alumni was high (66.4%) and predominantly based in the Eastern region of Saudi Arabia, and 42% expressed a desire to change their career path due to limited regional job opportunities. The findings from this study will help inform the future of speciality across the kingdom and shape the potential for expansion. [ABSTRACT FROM AUTHOR]

This article introduces a special issue of Nottingham French Studies that features six articles on various topics in French studies. The articles cover a range of methodologies, theoretical perspectives, time periods, and genres. The common thread among the contributors is that they have all faced challenges and precarity in their early-career academic journeys. The articles explore diverse subjects such as medieval bears in literature, fictitious conversations in seventeenth-century pamphlets, the BUMIDOM migration scheme, Jean-Luc Nancy's engagement with biomedical science, online language commentary on French-language Twitter, and grassroots visual culture in the Parisian banlieue. Despite the obstacles faced by early-career researchers, these articles showcase their innovative and rigorous research. [Extracted from the article]

To characterize training program and early career factors that impact decision-making and job retention following graduation in a diverse population of urologists. We performed a computer-based survey distributed to residency graduates from 25 urology training programs. Five focus institutions were identified with a goal >30% response rate. The survey included questions about training program specifics and post-training employment characteristics. We obtained 180 responses from urology residency graduates of 25 programs. Overall, 72% (N = 129) remain in their initial post-training position at a median of 6 years postgraduation (Interquartile Range (IQR) 3-10). On Cox-regression analysis stronger trainee-rated formal career advising was associated with lower risk of changing jobs (HR 0.77, 0.60-0.99, P =.048). Location/proximity to family was the most consistently cited as the top reason for selecting a job (41%). Sixty-three respondents (35%) joined practices employing graduates of the same residency program. Cox regression analysis showed that joining a practice with alumni of the same program was associated with lower risk of changing jobs from one's initial post-training position (HR 0.39, 95% CI 0.17-0.91, P =.03). In this multi-institutional study of urologists, we observed a high rate of job retention out to a median of 6 years following completion of training, with formal career advising and joining alumni in practice being associated with job retention. Collectively, our data highlights that training programs should emphasize advising programs and alumni networking in guiding their graduates in the job search process. [ABSTRACT FROM AUTHOR]

Sir William Strang was the Permanent Under-Secretary of the Foreign Office from 1949 to 1953, he was the most senior Foreign Office official at an important period in British foreign policy. Prior to this appointment, he enjoyed a Foreign Office career that spanned some three decades, where he was involved in notable episodes such as the Munich Agreement, the Moscow Conference (1939), the workings of the European Advisory Commission, and the post-war occupation of Germany. Strang's career, however, has been subject to little scholarly attention. He is often regarded as a competent, yet singularly dull individual lacking the intellect or the original thinking of his contemporaries, such as Robert Vansittart, Alexander Cadogan, Orme Sargent, or Gladwyn Jebb. This article challenges this interpretation, arguing that while Strang has a clearly identifiable worldview, this was intrinsically tied to his view of the proper function of a Foreign Office official. For Strang, it was not the role of the official to sway a minister's mind with well-argued memoranda, but to make vast quantities of information and arguments comprehensible to allow a minister to make as informed a decision as possible. This fundamental tenet of Strang's worldview must be understood when examining his career prior to his appointment as Permanent Under-Secretary of the Foreign Office. [ABSTRACT FROM AUTHOR]

Since the dawn of programming, several developments in programming language design and programming methodology have been hailed as the end of the profession of programmer; they have all proven to be exaggerated rumors, to echo the words attributed to Mark Twain. In this short paper, we ponder the question of whether the emergence of large language models finally realizes these prophecies? Also, we discuss why even if this prophecy is finally realized, it does not change the job of the researcher in programming. [ABSTRACT FROM AUTHOR]

As the world exits the global pandemic caused by the previously unknown SARS-CoV-2, we also mark the 30th anniversary of p53 being named "molecule of the year" by Science based on its role as a tumor suppressor. Although p53 was originally discovered in association with a viral protein, studies on its role in preventing carcinogenesis have far overshadowed research related to p53′s role in viral infections. Nonetheless, there is an extensive body of scientific literature demonstrating that p53 is a critical component of host immune responses to viral infections. It is striking that diverse viruses have independently developed an impressive repertoire of varied mechanisms to counter the host defenses that are mediated by and through p53. The variety of ways developed by viruses to disrupt p53 in their hosts attests to the protein's importance in combatting viral pathogens. The present perspective aims to make the case that p53 ought to be considered a virus suppressor in addition to a tumor suppressor. It is hoped that additional research aimed at more fully understanding the role of p53 in antiviral immunity will result in the world being better positioned for the next pandemic than it was when SARS-CoV-2 emerged to produce COVID-19. [ABSTRACT FROM AUTHOR]

A large body of literature describes the occupational gender wage gap at the national labor market level as well as in specific occupations. Yet, among those studies of within-occupational inequality, few have focused on how occupational career change affects gender wage inequality. With an increasing number of female workers entering into the police labor force as well as the high turnover rate in the police sector, it is important to explore wage changes in this highly unionized and hyper-masculine occupation. Using two-wave panel data from the Current Population Survey Merged Outgoing Rotation Group (CPS-MORG) from 1979 to 2016, this study examines how change in occupational career along with change in union membership may lead to different wage rewards or penalties for police men and police women. Our findings reveal that individuals experience a large increase in wages when joining the police occupation, and this wage bonus is greater for women than for men. Furthermore, individuals joining the police as well as a union see a wage bonus, but wage loss when leaving the police and a union. Overall, police men have a larger wage loss than police women when leaving the police force and losing union membership. Policy implications of these findings are discussed. [ABSTRACT FROM AUTHOR]

The present study is a preliminan, analysis, from a socio-professional perspective, of the first set of guantitative data on the generations of Romanian students who studied at the pontifical universities iii Ronic between 1853 and 1948. Without research that could piece together the general picture of all the students educated in Rome during the discussed period, this study identifies the generations of stridents trained over a cent, inG their furmative patterns, their contacts and partictilarities, and the prottssional paths tbHowed by the graduates. It outlines the socio-cultural climate in which the three generations of students were educated and its impact on their theological and intellectual profile. A special part of this stlidy is dedicated to identifring and analyzing the factors that contributed to the selection of the students and their career paths, focusing particularly on the impact of social origin, cducation, kinship relations, as well as on political factors. Last but not least, it also considers the dynamics of the embleinatic figures of each generation, the university dropout phenomenon, and the reasons behind career changes. [ABSTRACT FROM AUTHOR]

One of the unfortunate consequences of the COVID-19 pandemic is the millions of laid-off employees in the airline industry due to travel restrictions imposed worldwide to contain the spread of the deadly virus. Such a scenario has prompted the emergence and prevalence of the second career phenomenon. This research note attempted to explore online news articles and videos via manifest content analysis. Some theoretical and practical implications from the findings of this research note were also identified. [ABSTRACT FROM AUTHOR]